Part of our series on The New Rules of Hiring.
Long-term care has been in a staffing crisis for over a decade. The pandemic made it catastrophic. And while other industries treat labor shortages as temporary inconveniences, senior care communities face something more existential: the people needed to care for America’s aging population aren’t showing up.
But here’s what the crisis narrative misses — the workers are out there. They’re reskilling. They’re switching industries. And they’re looking for exactly what caregiving offers: stability, purpose, and work AI can’t replace.
New data from Hireology’s Employer and Applicant Research reveals a workforce actively investing in new careers and surprisingly optimistic about finding stable employment. The opportunity is real. So is the gap between what applicants expect and what most employers deliver.
Why Long-Term Care Is Structurally Protected From AI Disruption
You cannot automate compassion. You cannot outsource the physical act of helping someone bathe, eat, or move safely. You cannot replace the judgment required when a resident’s condition changes or a family member needs reassurance.
This makes caregiving structurally resistant to the displacement hitting other sectors. Entry-level workers ages 18–24 are experiencing unemployment increases at the steepest rate outside a recession — ever. College-educated workers face unprecedented layoffs as AI takes over cognitive tasks.
Meanwhile, the Bureau of Labor Statistics projects home health and personal care aides among the fastest-growing occupations through 2032.
The math is straightforward: AI is creating surplus labor in knowledge work while caregiving faces chronic shortages. The workers are available. The jobs are waiting. The friction is in the connection.
Who Is Applying to Long-Term Care Jobs in 2025?
Where LTC applicants worked five years ago:
- 38% came from skilled trades (including nursing and caregiving)
- 21% came from knowledge-based roles (analysts, marketers, educators)
- 21% from service industries
- 8% were students
Nearly one in five LTC applicants came from knowledge work — the exact category being displaced by AI. These aren’t default caregivers. They chose this path.
32% of applicants changed industries in the last five years. Among those who made the switch:
- 44% are very satisfied with their new role
- 21% somewhat satisfied
- Only 6% dissatisfied
Industry switchers aren’t a risk — they’re often your most motivated hires.
Are Long-Term Care Applicants Already Reskilling?
Yes — and at higher rates than other industries.
Retraining and certification status:
- 30% have completed retraining or certification
- 16% currently in progress
- 24% considering it
- Only 27% say no
Nearly half (47%) of LTC applicants have already invested in reskilling, with another quarter actively considering it. If employers still cite “skills gaps” as their top challenge, the problem is more likely a process mismatch — rigid requirements, poor assessment of transferable skills — than a true talent shortage.
What Do Long-Term Care Job Seekers Want?
Top reasons applicants changed industries:
| Motivation | % |
|---|---|
| Better pay/benefits | 21% |
| Work-life balance | 15% |
| Job satisfaction | 11% |
| Job security | 10% |
| Learning new skills | 9% |
| Physical or mental health | 8% |
Pay leads — but work-life balance, satisfaction, and security all rank highly. For an industry that can offer purpose-driven work and stable, recession-resistant employment, these are clear messaging opportunities most LTC employers aren’t using.
How Much Does Employer Brand Matter in LTC Hiring?
More than most long-term care communities realize.
- 75% of LTC applicants always or often research employer reputation before applying
- Only 40% of employers actively invest in employer branding
Candidates are pre-screening you on Glassdoor, Indeed, Google, and CMS ratings before they ever click “apply.” In long-term care, this gap is especially costly — communities compete not just with each other but with hospitals, home health agencies, and retail for the same workforce.
What to do:
- Actively solicit and respond to reviews on Glassdoor, Indeed, and Google
- Highlight stability, purpose, and career growth in job postings
- Share employee stories on social media
- Ensure CMS quality ratings are visible and contextualized
How Quickly Do LTC Applicants Expect a Response?
- 50%+ expect a response within three days
- 44% will wait up to a week
- 12% expect same-day or next-day
Applications come in around the clock — 18% on weekends, 20% in the morning, 15% in the evening. Applicants are searching around their current schedules. Automated acknowledgments and weekend coverage capture candidates competitors miss.
How Should Long-Term Care Employers Use AI in Hiring?
LTC applicants are cautiously open but transparency is non-negotiable.
- 54% are comfortable with AI under some constraints (very comfortable + human review + early steps only)
- 18% are very uncomfortable
- 44% rate their own AI understanding as strong — highest of any vertical surveyed
Notably, 23% haven’t used any AI tools in their job search. Employers using AI in screening should ensure their systems don’t inadvertently disadvantage less tech-savvy candidates who may still be excellent caregivers.
Where AI adds real value in LTC recruiting:
| Challenge | AI Solution |
|---|---|
| High application volume | Automated screening and skills-based matching |
| Slow response times | Chatbots for immediate engagement |
| Scheduling complexity | AI-powered interview scheduling |
| Inconsistent evaluation | Structured scoring rubrics |
| Administrative burden | Automated onboarding workflows |
Implementation principles:
- Transparency first. Tell candidates where AI is involved.
- Human oversight on decisions. Use AI to filter — not to make final calls.
- Audit for bias. Caregiving draws diverse candidates; ensure AI doesn’t screen out qualified applicants on non-predictive factors.
- Start with one friction point. Fix your biggest bottleneck first, measure, then expand.
Are Long-Term Care Applicants Confident About Finding Stable Work?
Despite perceiving instability around them — 48% feel the job market has become less stable — LTC applicants remain confident:
- 48% are very confident they can find stable employment
- 25% are somewhat confident
74% express confidence in finding stability. This is a workforce actively evaluating which employers can deliver on that promise. Long-term care can be that employer. The demand is chronic, the work is meaningful, and the roles are AI-resistant — but only if the industry communicates these advantages clearly.
A New Perspective on Workforce Challenges
The talent is out there and it may be closer than we think. Workers across industries are actively reskilling, exploring new paths, and looking for exactly what long-term care can offer: stability, purpose, and meaningful work. Many are open to AI-assisted environments, as long as the transition is handled with transparency and care.
The opportunity, then, isn’t just about filling roles, it’s about telling a better story. Communities that invest in their employer brand, respond to candidates with intention, recognize the value of transferable skills, and lead with their stability advantage are already building stronger, more committed teams.
The great disruption is quietly sending capable, motivated people toward caregiving. The question worth asking is: are we ready to welcome them in?
This post is part of our series on The New Rules of Hiring: AI, Disruption, and the Opportunity in Front of Us
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